Résumé / Web edition
Learning strategy & talent development leader
I bring 15+ years of experience in learning strategy and talent development. I connect learning priorities to the work people need to do, help teams deliver useful support, and use research and measurement to examine workplace application.
Columbus, Ohio · Hybrid and remote
Leadership in practice
Figures are approximate and reflect my account of the work.
Rebuilt evaluation for more than 100 courses. The Nationwide Learning Leaders Council adopted the standard across the enterprise.
Brought stakeholder feedback in earlier and introduced rubrics and a tiered build menu. Development time dropped from six to eight weeks to about three.
Led a team of about 10 that fixed roughly 100 broken courses in about two weeks during the LMS migration.
Experience
Sales Enablement and Data Analytics
Allstate Claims University
Enterprise Innovation & Digital Operations
Enterprise Innovation & Digital Organization
Nationwide Academy
Nationwide Agency Sales Academy
Earlier experience
Director of Adult Education · American Institute of Alternative Medicine · July 2007–July 2012
Adult education strategy, curriculum design, competency assessment, and accreditation documentation.
HR Manager · Pearson · 2006–2008
HR operations, talent acquisition, onboarding, and employee development.
Learning strategy, instructional design, performance consulting, and competency assessment.
Team leadership, learning platforms, delivery standards, and ways of working with stakeholders.
Learning measurement, qualitative research, UX, analytics, and decision support.
Explore the experience
Follow an area of the work to its supporting case or writing. The career history above provides the wider context.
4 connections for Learning & Impact
Levels 1–3 strategy authorship and a 90-day Level 3 mixed-method study, with team revision and adoption across Levels 1–4.
A measurement strategy and follow-up study, presented with examples that explain the approach.
Read the learning caseRubric criteria, review procedures, and an implementation plan for Nationwide Academy.
The available materials document the review process and implementation plan.
Explore the documented workNeeds diagnosis, learning design, team standards, and coordination with business and HR leaders.
Résumé experience and a practitioner essay explaining the approach. The essay explains how I connect a performance question to a learning response.
Read the approachField research, surveys, task analysis, and workflow evidence to identify where people need support.
Selected public work. Each case identifies the available evidence and its limits.
Explore selected workEducation
Leadership and Organizational Learning
Trident University InternationalAdult Learning & Workforce Development
Walden UniversityHuman Resources Management
University of PhoenixTraining and Development: Adult and Continuous Education
Marshall UniversityCognitive Psychology
Marshall UniversityResearch & measurement
In this qualitative doctoral study, I used Kirkpatrick’s New World Model to frame survey questions about a project management reskilling course. Through thematic analysis, I examined participants’ perceptions of relevance, job applicability, and confidence in applying new skills.
Participant feedback does not, by itself, establish learning gains, workplace transfer, or business impact.
Griffin, D. (2025). Evaluating Participant Feedback Using Kirkpatrick’s New World Model: Qualitative Insights From a Project Management Reskilling Course (Doctoral dissertation, Trident University International).
View ProQuest recordSelected tools
A conversation about the work
I’d welcome a conversation about your learning, performance, and measurement priorities.